This article integrates seven meta-analyses of individual factors associated with creativity and innovation and reports effects based on one (r) or two or more (r¯) meta-analyses. Emotional intelligence (r=.31), divergent thinking (r¯ =.27), openness to experience (r¯ = .22), creative personality (r¯ = .21), intrinsic motivation (r¯ = .20), positive affect (r¯ = .19), and androgyny (r = .19) are related to creativity. Age (r=.17), intelligence (r¯ = .17), extraversion (r¯ = .13), self-efficacy (r¯ = .13), and extrinsic motivation (r=.11) were also moderately associated with innovation. Pro-risk attitudes (r = .08) and being female (r=.07) were weakly associated with creativity. Results are discussed, explanatory processes described, and practical implications for organizations examined

Objective: Emotional creativity implies experiencing a complex emotional life, which is becoming increasingly necessary in societies that demand innovation and constant changes. This research studies the relation of emotional creativity as a dispositional trait with intrinsic motivation and academic engagement. Methods: A sample of 428 university Chilean students, 36.5% men and 63.5% women, with ages from 18 to 45 years old (M = 20,37 DT = 2,71). Additionally, the mediating function of class-related positive emotions in this relation is explored. Results: The obtained data indicate that developing high levels of dispositional emotional creativity enhances the activation of positive emotions, such as gratitude, love and hope, in the classroom. Furthermore, emotional creativity predicts intrinsic motivation and academic engagement of university students by the experience of positive emotions. Conclusion: These results compel us to be aware of the importance that university students in their early years can understand the complexity of the emotional processes they undergo. A greater control of these emotions would allow students to maintain higher levels of interest in their studies at the different educational stages and to avoid the risk of school failure.

ResumenEl liderazgo transformacional destaca como unos de los tipos de liderazgo más adecuados para orientar las organizaciones hacia el cambio y la innovación. Este estudio se desarrolla en cuatro organizaciones, participando directivos (n=47) y subordinados (n=107) en Vizcaya, Guipúzcoa y Navarra (España). El liderazgo transformacional se asocia con más fuerza que el transaccional a la satisfacción con el líder, la efectividad percibida de este y la motivación a trabajar en el caso de los subordinados. En el caso de los directivos el liderazgo transaccional se asocia con la misma fuerza que el transformacional con la satisfacción y efectividad, mostrando este último una relación más fuerte con la motivación que el transaccional. El liderazgo transformacional y la satisfacción con el líder predicen la motivación a trabajar extra, mediante una mayor satisfacción. Se comentan los resultados en relación a los valores dominantes y a la cultura organizacional.AbstractTransformational leadership stands out as one of the most suitable types of leadership to guide organizations towards change and innovation. This study was developed in four organizations in, in a sample of managers (n=47) and subordinates (n=107) in the provinces of Vizcaya, Guipúzcoa, and Navarra (Spain). Transformational leadership is more strongly associated with satisfaction with the leader, the perceived effectiveness of the leader, and motivation to work in the case of subordinates than transactional leadership. In the case of managers transactional leadership is associated with the same strength than transformational leadership to satisfaction and effectiveness. However, there is a stronger relationship with motivation than transactional leadership. Transformational leadership and satisfaction with the leader predict motivation to work overtime through increased satisfaction. The results are discussed in relation to the dominant values and organizational culture

The European Journal of Psychology Applied to Legal Context Vol. 10. Num. 2. 2018:Effects of Fear of Crime on Subjective Well-being: A Meta-analytic Review

Background: The impact of social movements (SMs) and collective behavior (CB) supports the relevance of approaching this phenomenon from social psychology. Several systematic reviews (10) and meta-analyses (6) have been carried out in the 21st century, but there is a lack of integration.Aim: This study seeks to review the patterns of CB and corroborate the psychosocial factors that explain participation in CB and SMs, as well as the long-term psychological effects of participating in them.Method: A systematic search was carried out in the databases Web of Science, Scopus, ProQuest, ScienceDirect, Willey Online Library, EBSCO, and JSTOR for articles dated between 1969 and 2022. We searched for meta-analyses and systematic reviews that empirically evaluated social movements and collective behavior. Of the 494 initial records, after scanning and eligibility phases, 16 meta-analyses and systematic reviews were analyzed in the present work.Results: The evidence reviewed shows that participation in collective gatherings and CB are common. A cross-cultural survey suggests that collective gatherings are mostly of a leisure type, to a lesser extent religious and sporting, and to an even lesser extent, demonstrations and large religious rites. World Value surveys found that one to three persons out of 10 participate in protests or CB related to SMs and four out of 10 movements achieved some kind of success. Studies challenged that CBs were characterized by unanimity of beliefs, identification and behavior, generalized excitement, as well as mass panic and riot after catastrophes. Only two out of 10 CB are violent. Meta-analysis and systematic reviews confirm that participation in CB and SMs was associated with (a) intergroup conflict and realistic threat (r= 0.30); (b) positive attitudes, expectations, or agreement with goals or collective motive (r= 0.44); (c) cognitive fraternal relative deprivation (r= 0.25); (d) collective efficacy (r= 0.36); (e) collective identity (r= 0.34); (f) emotions and affective relative deprivation (r= 0.35); (g) moral conviction and threat to moral (r= 0.29); and (h) disagreement with system justification belief (r= −0.26). Participation in successful CB and SMs provokes positive changes in emotions, social identity and social relationships, values and beliefs, and empowerment, as well as negative effects such as depression, stress, burnout, and disempowerment related to the failures of SMs.Conclusion: Studies confirm the importance of explanatory factors for SMs, with data from various cultural regions. There is a lack of systematic studies of CB as well as meta-analyses and more culturally diverse studies of the effects of participation in them.

Psychosocial factors of innovation or creativity implemented in organizations are reviewed. Integration of meta-analysis confirms that complexity, autonomy, and creativity expectations of the work role are strongly associated with organizational creativity (=.30). Organizational integration, resources, flexibility, Organizational innovation and the horizontal culture are also strong factors of innovation (=.31). Group processes, such as perception of clear goals, task orientation, monitoring of creativity, cohesion, and fluid internal and external communication (=.28) as well as positive, transformational, and oriented towards creativity leadership ( =.23), positive and creative climate (=.21) are related to innovation. Applied relevance and explanatory processes are discussed, and a scale evaluating the factors that enhance innovation in the organization is shown